The best leaders are a complex blend of delicate and tough, with four qualities of compassion:

Fiercely courageous when caring for fellow human beings

Slow to give up hope

Quick to lend a hand

Tenacious in the face of someone else’s despair

Jake works in a manufacturing firm with some of the world’s most inventive policies for taking care of people. He trusted that the leaders of his organization walked their talk. So, with his back against the wall, Jake wrote a note to his CEO. He simply asked if there was anything the CEO could do to help Jake keep his job.

Jake’s CEO wrote back immediately. It was relatively easy for the organization to find a way to help. It was momentous for Jake and his family.

For the CEO, Jake’s story offered one more proof that a heart that bleeds with other people’s pain is a business leaders’ strongest asset.

Ask yourself one question: Are you the kind of leader who inspires this much trust, care, and belief?

If not, your business needs more of a bleeding heart.

What does compassionate leadership look like to you?

—–

This giveaway is limited to winners from the continental U.S.

20 free books!!!

Leave a comment on this post by Monica C. Worline and Jane E. Dutton to become eligible to win one of twenty complimentary copies of her new book, Awakening Compassion at Work. (Deadline: 3/25/2017)

—–

Monica Worline, PhD, is CEO of EnlivenWork. She is a research scientist at Stanford University’s Center for Compassion and Altruism Research and Education and Executive Director of CompassionLab, the world’s leading research collaboratory focused on compassion at work.

Jane Dutton, PhD, is the Robert L. Kahn Distinguished University Professor of Business Administration and Psychology and cofounder of the Center for Positive Organizations at the Ross School of Business. She has written over 100 articles and published 13 books, including Energize Your Workplace and How to Be a Positive Leader. She is also a founding member of the CompassionLab.

118 thoughts on “Business Needs More Bleeding Hearts”

This is just awesome. I work for a healthcare organization. In August 2016 our communities were struck by the flood of a century. A great majority of our team members were impacted with significasnt or total loss. Our system granted all those impacted by the flood with a monetary gift to ease thier pain. I would say we qualify as Blessed as a company with Bleeding Hearts!

Would love to read the book; Awakening Compassion at Work. I believe it takes Awakening in ourselves and recognizing are gifts that we have and how we can utilize those gifts in a work place. I myself am a very positive person and I have compassion for all situations. I believe it does take a strong leader that has the empathy and understanding. I just finished a class at my company on leadership and “how do you respond to people circumstances and “what does empathy look like?” This has me more aware of what to look at and how to address the issues at hand. Hope this help a bit. Have a bless day !

I’m a firm believer in the golden rule. Do on to others….No matter the level of management you find yourself in without your people you have nothing. Dealing with corrective action side of the I house I have seen various leadership styles. No one likes the idea of issuing corrective action for the most part however, it’s necessary. It’s how you treat and conduct yourself that makes it easier for the entire team. This is true as with all things. Be true to yourself and others will fall in suit.

A compassionate leader is one who cares about the whole person and their well being! This type of leader starts with a heart to connect to the inner being of the people they lead. They are firm believers of treating people the way they want to be treated. A compassionate leader is also a servant and understands the need to fill in the gaps, remove obstacles, and be a cheerleader!

Absolutely this is vital stuff. I work with educators. Leadership starts with forming relationships. Focused compassion is a signature quality in leadership conversations. I am eager
to learn more from these authors.

Connecting the head to the heart is what distinguishes good companies from great ones. I was reading an article earlier about how people say, “it’s business, it isn’t personal” but business IS personal and those who figure that out, excel.

I lead a small team and take interest in each employee’s personal life. We find time to chat about families and what is going on. The company is accommodating to helping employees and are pretty generous with benefits. If a team member is brave enough to seek help, we are there for him/her.

I own a home care agency and have helped out many caregivers in need (whether with car repairs, rent, Christmas gifts for children, paying their phone bill, etc). These caregivers could not have continued working without my support–and I was rewarded with loyalty (which is not always easy to come by in my business). I do believe that you should help out when someone is in a bad situation like Jake was.

Very interested in this book. I can tend to lead toward the ‘too caring’ side and have been labeled by some as too ‘feely’ but I feel it has helped my people feel connected and safe knowing that I do care – though I will still hold them accountable.

Wow, this is radical thinking many workers don’t see or feel. I receive the message from leadership: “Workers are grist to be ground in the mill of business. Don’t like it, we have a line of people who can replace you.” This demonstrates that Caring and Courage can both live in the same leader.

I work at Southeastern Freight Lines, founded in 1950. Our founder had a saying that is truly part of our culture today: “Take care of our people, they will take care of our customers, and that will take care of our future.” We are the only company in our industry that has never had a layoff, pay cuts, or benefit reductions. Not just a catch phrase here. Looking forward to reading this book.

Yes! This is one of the reasons why I read your blog: Because you include issues like this. Can we put you to work for the current administration? In all seriousness, my challenge is to manage up compassionately. Thanks for the post, as always.

I completely agree that this type of compassionate leadership is crucial to producing a work-setting that people are committed to and want to be part of. Within my own department it’s easy and heartfelt that we all take care of each other, whether the situation is work related or personal. I would put out one caveat that I’ve seen happen before: it’s where in the larger Agency picture, it can seem that some people are selectively chosen to receive assistance that is not available to others. Sometimes it’s because a particular Program within the Agency can afford to work around an adapted schedule, while another Program can’t; or an offering of advanced pay is granted to one and not to another. As we know — the culture of a company must apply fairly to all sectors — even if not always in the exact same mode. The main issue is to be there with the employees offering whatever support is possible – moral, monetary, work-related.

This left me wanting to know the details! And, how to get to this type of work environment in the corporate world to flourish and be seen as a necessity. It seems unlikely to me that employees, outside of small businesses, would feel they could actually reach out to the CEO for assistance due to personal life crises. I’m so happy to know that it’s possible!

Liked the article. Recently, I have been thinking about combining compassion and discontentment (I aspire to be a compassionately discontented leader) as a way to capture my idea of challenging people in a respectful and caring way while also giving me a unique message to convey the idea.

Wow! What an inspiring blog, especially in today’s fast-paced business world which often times causes leaders to overlook the sincere needs of their employees. I completely agree with the fact that “the best leaders are a blend of delicate and tough” by knowing when to display he/she delicate side and when to put on the tough skin, but in both situations, the employee walks away respecting the leader. Personally, I get satisfaction and a sense of gratitude after I take the time to help an employee or coworker, because I approach it with the attitude, I would want them to do the exact thing for me if I were in a moment of need! As the late, and highly intelligent woman of fortitude Maya Angelou said, “People may forget what you said or what you did to them. But, they will never forget how you made them feel!” That feeling is what leaves a lasting impression on others….

Great post. I think business today tends to be focused more on the bottom line than on relationships and people. It’s the people that helps ensure business success. I look forward to reading more from Monica and Jane.

So perfect to read this today. I am working on a presentation for tomorrow on how to bring out the best in Millennials and the first guiding principle is Dial Up the Relational Component. I believe one of the biggest reasons for the abysmally low engagement levels globally is employees treated in an impersonal, transactional, “all business” way. If employers want employees to put their heart into their work, they need to connect heart-to-heart.

Building a culture of shared responsibility not only for the mission, but for one another serving the mission will strengthen and empower the commitment to fulfill the mission. Hesitancy to act with compassion usually comes from being overwhelmed by the needs and the sense of fairness. “How do address everybody’s needs?” The culture can degenerate into a competition of the urgent and distract resources away from the mission. So, as all cultures, it must be managed. Systems must be put into place to create community by sharing needs with each other, not look to the company alone. You do not want a culture of entitlement.

Just finished a workplace survey inviting comments from employees regarding the current culture of our company. To be honest, many days it feels as though the bottom line comes before caring for our people. Looking forward to reading this book, whether I receive a free copy or not. …

Compassion is a characteristic so few make a priority to develop. Thank you for this reminder that it’s like any other area of personal development – a muscle that must be trained and retrained as needed!

I think another word that I would attach to the 4 qualities of compassion – Genuine. I think these qualities must be carried out in a way that they are genuine. If not, there is potential for damage. People are a company’s most important asset.

This is a great way to build loyalty of employees. We never forget those who help us when it is really needed. For many of us, it can be difficult to ask for help, especially in such overwhelming circumstances.

We have to remember that when a human being is born, he/she is given a soul. And this soul comes from a Universal soul. We all are brothers and sisters. Compassion toward other human beings should not be after thought but a duty. Leaders as well as employees have to KNOW that being respectful and helpful to others is a duty. “I know more than you do, therefore I am a better person” types of attitudes do not belong.

I love that your posts are delivered early each morning. It gives me a mental checkup for the day. This post has caused me to want to focus my energy today on improving the personal connections with each of my employees. They won’t care what’s in my head until I have connected with their hearts.

Thanks for sharing your insights from this book. I think the support of a community of people is one of the biggest overlooked aspects in personal and professional settings. This speaks to the heart of everyone, I believe, to feel supported. This is shown most clearly when people do not hesitate to look out for and take care of others in those most desperate moments. I hope that others know they can look to me for trust, for care and believe that I will come through for them. Sometimes the opportunities smack you right in the face and other times we must be actively seeking for those opportunities as many times people are afraid to bring those problems to light.

Compassion is a powerful idea! We need to consider our people as a valued asset, not just as a way to achieve a better monetary bottom line. A little kindness and care goes a long way. Thank you for this thoughtful post.

Having come from a soul-less organization that squeezed the life out of its employees and moving to an organization that values, and takes great pride in its ability to help not only its employees but its customers has truly been eye opening for me. Leaders can elicit a strong, work ethic and great customer service from their teams in a much gentler way – by being compassionate and understanding – instead of hard-nosed and inflexible. I much prefer an organization with heart and compassion.

Compassionate Leadership! I have always ascribed to this model myself. I hope that many who read this article will implement this in their own sphere of influence.

Being a compassionate leader is the easy part. Getting people to trust you is harder, because it requires a vulnerability on their part. You can only gain trust by being trustworthy and ethical in all of your actions, both on and off the job.

It’s important too remember, too, that you must maintain confidentiality, and never use this as the opportunity to demand something back from the employee. This is not a debt that they owe you, though the return will be far greater than the investment.

Absolutely critical! Having lost EVERYTHING in my life, including my pets, to fire as a single parent with (sadly) depreciated value insurance (instead of replacement value), I have walked in those shoes. My employer, as well as my community, helped get us back on track. It’s people who have empathy and emotional intelligence and reach out and lend a helping hand that mean so very much. A fire or flood may be visible but many people have heavy burdens of things going on at home that may not be known or visible. Exercise kindness, care, and empathy.

Thank you for sharing the info about this book. I look forward to hopefully being one of the twenty to receive this book. This is exactly the way myself and my company works! It is all about showing compassion and concern today in a troubled world.

When I think about why I love my workplace, I think about how my agency donated enough sick leave to support a terminally ill coworker for 5 years. She was able to keep her insurance, her house, and her kids. That’s pretty amazing.

Need to look for the continuous improvement of the work place and at the same time to see the people who’s working within the same company that is helping to accomplish daily tasks and goals
When someone of the coworkers is in a need or in a bind. The leader needs to listen understand and make the right decision to help and encourage others that life is not a pretty picture but we need to live and learn from it. Assist others and do not ask for anything in exchange.

thanks for sharing.
Compassionate leadership is based on trust and connection to those around you. If there is no connection or trust the passion for the other person will not be felt.
And for e it has to do with passion as such. The passion that a leader shows for what s/he does and talk about. Living and working in Germany that is something which is still seen with a lot of skepticism. We are a culture which prefers fact-based discussions and presentations – emotions are still seen as something less professional.
Compassion has as well a lot to do with vulnerability. The one showing it shows that s/he is vulnerable as there is care for others. Doing that for many people is a brave step to take but will be rewarded with loyalty.

Financial disasters can be challenging for employees struggling to survive – but bringing problems with personal relationships and marriages and trying to survive can also be as devastating within the workplace. Good stuff to think about. Thanks!

I know I do not qualify, but I am very interested in this book. I am often conflicted in these situations and challenged when the belief systems of others cause a misunderstanding in my approach to leadership and how one minute I am having a difficult conversation on expenses and cash-flow in an uncertain economy and then worried that a team member is struggling due to uncontrollable situations that impact their home life. If you ever decide to send some books to Alaska, send one my way.

I agree with the title. I think the Limited Liability Act 1855 is opposed to compassion because it puts pursuit of profits before moral responsibility. The Quakers were opposed to the Limited Liability Act on the grounds that it encouraged irresponsibility.

Dan, Awakening Compassion at Work should be the first step in leading integrated rather than fragmented lives. Servant leaders should be men and women of integrity, exhibiting the same character qualities — like compassion — in every area of their lives: home, neighborhood, church, hobbies, and even work.

This is awesome! I have been in leadership since the early 1970s (yes, way back then). We were taught “leave your personal life at the door when you come to work”. I have always maintained that was impossible since you can’t cut people in half-one for work and one for home. The reality is that work life impacts home life and visa versa, so why should we, in leadership, care about a person’s home life. That doesn’t mean interfere. That means CARE and support. I am thrilled to see this finally in writing! Thank you.

“Be the change you want to see in the world” comes to mind. An employer or employee can coerce someone to do this and that, but they cannot coerce you to be compassionate, they can only lead by example.

It is always great if the company can contribute to support and I am fortunate to work for a company that does. I am also fortunate to work with great leaders who themselves have helped out individuals going through rough times, one very similar to Jake’s. When I see other leaders dig into their pocket it or spend their time helping that is what real Compassionate Leadership looks like to me.

Large corporations can leverage their employee base to serve the local community (coincidentally promotes the corporation’s reputation) and even rally to provide support when natural disaster impacts a local employee base…but building a culture where an individual employee is comfortable to seek (and realize) support in time of crisis — appears more challenging. Some elect to provide a ‘benefit’ with 24×7 3rd party hotline/support line for employee/family crisis referral support. The CEO response outlined in the post likely most exceptional today for large organizations — many feel isolated in the corporate environment aside from interpersonal relationship/informal support from colleagues.

Leaders can always set the tone for their organization and exercise flexibility in an organization–
no matter how small or large. Working together to accommodate the emergencies of our team
members is always a winning formula.

Wow! What a great post. Though I believe that my heart bleeds with other peoples pain, I’m not sure I can say that I am inspiring that much trust, care and belief in others. That troubles me. Going to have to spend some time thinking about how I emote, express and model my heart to more than just our core leaders.

I cant wait to read this book. We spend more time at work with our co-workers then we do at home with our loved ones so we all need to remember to be compassionate and take care of one another. I have found that the small gestures mean more then anything.

I work in education and in no other field is this need for “Compassionate Leadership” more real than in a business where all the workers do is care for young people and grow them to be compassionate and empowered citizens that persevere, exhibit grit and versatility. Our legacy will be shaped by the example we set for young people and often we’re put between a rock & a hard place by those that are charged with taking care of us and our needs so that we can be optimal with what we do. I am proud to say that I now serve in a leadership capacity to serve my teachers in a way that exhibits compassion and finds solutions to complex issues in creative ways. I can’t wait to read this book and get more ideas to foster “buy in” for others in educational leadership positions to build a culture of “bleeding hearts” that authentically serve students and their teachers.

Wow, this was an eye opening piece. We all have things going on personally with us, so how do we be sensitive of someone’s personal life without affecting our daily goal and work? We must be compassionate of one in another because you never know when you could be the one on the other side with a problem.

First, thank you. Second, some of your blog posts cause me to take a turn, and this is one of them. We’ve made some changes where I work in the last year, which have had (an unintended /unanticipated) the effect of raising compassion to a more visible and meaningful level. This is important as I’ve seen the difference first hand.

Sounds like another vote for one of leadership’s most prominent characteristics: individual consideration. At the least, see the Ohio State Studies and The Full Range Leadership Model for empirical evidence related to concern for people.

Being accessible to be compassionate may be a challenge for some organisations where the distance (physical, social, economic…) between leaders and others is great. I imagine that leading with compassion would narrow that gap, and hiring and traiing for compassion would breach it. This book sounds as groundbreaking as “Fierce Conversations” by Susan Scott

Compassion in leadership is very important. It means the leader practices kindness toward people even when they’re at their worst. A compassionate leader is one who chooses to see the potential in every employee, and a draws it out of them in ways that empower and encourage.

I’m reading this blog all the way from Canberra, Australia. Compassion in leadership is particularly relevant to me when I had a car related accident that left me with head injuries. Not having enough annual leave to cover my recovery time but needed my salary to keep my family feed and the bills paid, management at work was able to help my family and I get over that tough period. As I tap steps to move into higher leader positions, I too will want to show compassion. The book will help me with this.

I had the wonderful opportunity to meet Dan this evening at an event at Lock Haven University. Dan took the time out of his busy schedule to talk to a hand full of students (sorry for the small turnout Dan) and spoke to us in such a fashion that I didn’t want it to stop. He has shed a new light for me and my way of thinking regarding leadership. I look forward to continuing to learn, grow and pour into my cup every day.

Struggling at work on this very topic- had a girl come to us who couldnt afford to fix her car – same situation-
And one whos kid is always sick so he has to stay home but the work isnt getting done- how do i handle thata would love a copy of book to e able to be more compassionate in the workplace!

Thanks for sharing the post. As an HR professional, I’m always trying to balance the line of supporting the organization and the employee’s needs. Compassion goes a long way in that art. I’d love a copy of your book!

Since leadership is influence, compassion is a powerful way to not just exercise influence but increase it. Thus compassion is key to developing and exercising true leadership. I can’t wait to read this book, whether I win one or not!

I try to have an open door policy and relay to staff that I care. It’s important to at least know a little about staff so that you can recognize when someone is “off”. Most people will not come and ask, which is why it is important to observe…so that you can offer to help even when someone is to proud to ask.

I have always tried to help my employees as much as I can with situations outside of work, but they have to open up and let you help. It is sometimes not even a monetary issue. Babysitting, child care, using a truck, and other things that they can’t get themselves.

It’s not that difficult. just give a damn about your people. Turning to policies and procedures to justify why you can’t (more like won’t) do the right thing is a practice of the inept, lazy and the cowardly.

To me, compassionate leadership is expecting the best from your employees and always being willing to support them in those efforts. Assuming they are trying to perform well and may just need support to get there.

Work and life are inextricably connected. If leaders want to have engaged and motivated team members producing great products and services, then leaders must address not only the working environment, but also those external factors that come to bear on team members lives. This doesn’t mean intruding, but it does mean taking opportunities to lend a hand and support when times get tough. It means providing resources and knowledge. There are so many opportunities to engage our team members and bring light into a sometimes dark world.

Compassionate leadership to me is listening to understand a persons story verses listening to share a part of your story as you see it fits. It is hearing a person, seeing a person, and allowing them to be that person while challenging them to aspire for more. Compassionate leadership is loving the uniqueness of a persons differences, allowing them to be themselves within the parameters of the group commitments.

“Jake’s CEO wrote back immediately. It was relatively easy for the organization to find a way to help. It was momentous for Jake and his family.” Compassionate leadership establishes the culture of caring within the workplace. When needs arise, they solutions are provided quickly. A culture of compassion was established in Jake’s workplace and therefore he was willing to make himself vulnerable by asking for help.

A great post. Showing that the organization cares about “you” can make a tremendous difference. We wonder why so many of the younger workers today seem indifferent and unconnected to their companies. We have only to look at those whose parents gave years of dedicated service to an organization only to see them cast aside in the name of profit. Compassion is created by demonstration; not dictated.